The ongoing leadership crisis at the University of Abuja (UniAbuja) reflects deeper systemic challenges that extend beyond the mere selection of a Vice-Chancellor. As a psychologist, it is clear that the interplay of emotional, ethnic, seniority, youthfulness, and religious biases driving this crisis is damaging to the institution’s mission and the well-being of its stakeholders. Leadership should not be about clinging to outdated traditions but about fostering progress through unity, innovation, and inclusivity.

The constant infighting has undermined the university’s fundamental purpose: serving students and advancing education. Whoever ultimately assumes the Vice-Chancellor position—whether it is Prof. Aisha Maikudi or another qualified candidate—must rise above personal, political, and sectarian agendas to prioritize transparency and institutional growth. This is a pivotal moment for UniAbuja to part with relics of the past and adopt governance models that reflect the realities of modern academia.

UniAbuja has the potential to transform into a beacon of progress. However, this transformation requires leadership grounded in collaboration, innovation, and a student-centered vision. It is time to move beyond power struggles and embrace changes that align with the evolving demands of global academic landscapes.

The leadership crisis at UniAbuja highlights the dysfunction and outdated governance models that continue to hinder Nigerian academia. What should have been a transparent and structured process to select a Vice-Chancellor has devolved into violence, favoritism, and resistance to reform. These events reveal a toxic environment where regressive mindsets obstruct much-needed progress. While this writer and psychologist remains neutral, it is difficult to ignore the backward arguments opposing innovation and reform—arguments that perpetuate stagnation in a system in dire need of evolution. Apologies to readers for this extended explanation, but such a critical issue warrants deep reflection.

Violence as a Governance Tool: An Alarming Trend in Academia

The use of violence and intimidation to resolve disputes at UniAbuja signals a deeply rooted crisis. Reports of thugs disrupting Senate meetings, journalists being assaulted, and academics silenced illustrate a governance culture where intimidation has become normalized. Such actions, including the brutal treatment of Channels Television reporters and the vandalism of their equipment, tarnish the university’s reputation and undermine its mission as a center of intellectual excellence. This descent into coercion reflects a system incapable of engaging in constructive dialogue.

Rejecting Violence and Nepotism in Governance

Reports of attempts to impose Acting VC Prof. Aisha Maikudi, allegedly despite not meeting job advertisement criteria, expose systemic governance failures. Allegations of nepotism, favoritism, and rushed processes raise serious concerns about transparency. While Maikudi’s rapid ascent—from becoming a professor in 2022 to her appointment as Deputy Vice-Chancellor (DVC)—has drawn criticism, the real issue lies in the absence of an open and impartial selection process.

It is crucial, however, to avoid conflating these criticisms with a rejection of progress or innovation. The resistance to arbitrary benchmarks should not be mistaken as support for rigid traditions. If the only objection to Prof. Maikudi’s candidacy is her inability to meet tenure-based criteria, then such objections must be dismissed. Her ability to lead, innovate, and adapt should be the primary criteria—not the length of her tenure. These outdated benchmarks, while once relevant, no longer align with the evolving demands of contemporary university leadership. Leadership today requires vision, strategic thinking, and a commitment to fostering collaboration—qualities that cannot be measured solely by years of service or academic titles.

Manipulation of Leadership Processes: Merit Takes a Back Seat

The allegations surrounding Acting Vice-Chancellor Prof. Aisha Maikudi’s candidacy expose the failures of the leadership selection process. Claims that the selection joint board was manipulated to favor her while sidelining numerous other qualified candidates raise serious concerns about transparency and fairness. These controversies overshadow any potential merits of her candidacy and cast doubt on the integrity of the entire process. 

Outdated Benchmarks: A Hindrance to Progress

One of the most glaring issues is the reliance on outdated benchmarks to determine leadership eligibility. Critics of Prof. Maikudi cite her limited post-professorial experience as a disqualifier, clinging to traditional metrics such as years of tenure and academic publications. However, this narrow focus fails to account for the qualities needed to lead a modern university. Leadership in today’s world demands innovation, strategic thinking, and the ability to foster collaboration and adapt to global challenges. The obsession with arbitrary qualifications traps institutions in mediocrity and stifles progress.

Backward Thinking Reflects an Institution Stuck in the Past

The insistence on rigid academic qualifications as the sole measure of leadership capability highlights a regressive mindset. Today’s university leaders must go beyond academic expertise; they must be strategic thinkers, resource mobilizers, and visionaries capable of navigating global challenges. Clinging to outdated benchmarks not only limits the pool of potential candidates but also fails to equip institutions for the future. It reflects an institution that is unwilling—or unable—to adapt to the realities of modern academia.

This does not mean endorsing a rejection of academic standards but rather advocating for a holistic approach that values diverse leadership qualities. It is time for institutions like UniAbuja to move past the rigidity of tradition and embrace a future where leaders are chosen for their ability to inspire transformation, innovate, and build sustainable institutions.

Students as Forgotten Stakeholders in the Crisis

The ongoing leadership crisis at UniAbuja has glaringly neglected the university’s most critical stakeholders—its students. At its core, a university exists to serve its students, equipping them with the skills, knowledge, and resources necessary to thrive in an increasingly competitive and interconnected world. Yet, in the current atmosphere of administrative battles, internal power struggles, and outdated traditions, the essential focus on student-centered goals has been abandoned.

Students require leaders who prioritize their growth and development through the provision of modern facilities, innovative curricula, and access to global opportunities. Instead, they are left to bear the fallout of a leadership system bogged down by outdated benchmarks and internal conflicts. The struggles to impose candidates or cling to antiquated traditions fail to address the pressing needs of the student body, leaving them under-resourced and underprepared to meet the demands of a rapidly evolving global economy.

The university’s purpose must transcend the ambitions and egos of those at the helm. A leadership crisis that prioritizes self-interest and perpetuates stagnation inevitably fails the very people it exists to serve. Students do not benefit from rigid adherence to outdated academic benchmarks or from the resistance to reform that keeps the institution tethered to the past. They deserve leaders who are visionaries, willing to implement bold changes that modernize the university, enhance academic offerings, and create clear pathways for success in today’s world.

Africa is Moving Forward: UniAbuja Risks Falling Behind

Across Africa, universities are increasingly embracing forward-thinking leadership models to address the demands of a rapidly evolving academic landscape. Institutions in Ghana, Kenya, and even Nigeria’s private universities have begun to prioritize leaders with entrepreneurial mindsets and innovative visions. These institutions understand that success requires adaptability, inclusivity, and a commitment to modernization. By clinging to outdated practices, UniAbuja risks falling further behind, not just regionally but globally, in its ability to attract and retain top talent and students.

If Objections Are Rooted in Tradition, They Must Be Dismissed

Again, if the opposition to Prof. Maikudi’s candidacy hinges solely on her inability to meet outdated academic benchmarks, such objections deserve to be dismissed outright. To be blunt, this reasoning is nonsensical and reflects a rigid adherence to the past rather than a forward-looking perspective. The argument that two to three years of professional experience renders her incapable of leading senior professors is an outdated and elitist mindset. Universities are not mere bastions of hierarchy—they are enterprises, dynamic ecosystems requiring leaders who understand that modern academic institutions must function as centers of innovation and influence, not just tradition.

Leadership in today’s universities demands vision to see beyond immediate challenges, adaptability to navigate the complexities of a rapidly changing world, and an unwavering focus on outcomes that benefit students, staff, and the institution as a whole. If Prof. Maikudi—or any candidate—has been vetted transparently and demonstrates the capacity to lead with these qualities, then objections rooted in tradition are not only misplaced but harmful to progress. Institutions must embrace leaders who drive transformation, not cling to the nostalgia of ineffective and exclusionary traditions.

The Absence of HR Processes: A Structural Flaw

One of the most glaring omissions in the UniAbuja crisis is the absence of a professional Human Resources (HR) framework in the leadership selection process. HR departments are designed to ensure transparency, inclusivity, and alignment with institutional goals. By establishing clear, objective criteria, HR-led processes can eliminate personal biases and political interference. Such frameworks prioritize merit and innovation, focusing on the qualities that truly matter in leadership. If HR processes had been in place, the controversies surrounding Prof. Maikudi’s candidacy and the subsequent chaos could have been avoided entirely.

The Way Forward: Reform and Innovation

The UniAbuja crisis highlights the urgent need for systemic reform in Nigerian academia. Institutions must adopt transparent governance models that prioritize student outcomes, embrace innovation, and break free from the constraints of tradition. Balanced HR frameworks must guide leadership appointments, ensuring that decisions are based on merit and institutional goals rather than personal or political interests. Universities must focus on selecting leaders who can adapt to global challenges, foster collaboration, and implement transformative policies.

Educating Key Stakeholders

Nigeria’s educational stakeholders, including the Minister of Education, the National Universities Commission (NUC), university senates, and the Academic Staff Union of Universities (ASUU), must urgently adapt to the evolving demands of modern university leadership. These institutions are not just centers for teaching and research—they are engines of national development and global competitiveness. For them to succeed, their leadership must reflect the qualities required to navigate complex challenges in a globalized world.

The Role of the Minister of Education and NUC

The Minister of Education and the NUC hold the power to champion reforms in university leadership appointments. By prioritizing transparency, merit, and innovation, they can introduce guidelines aligned with global best practices. Modern Vice-Chancellors must go beyond academic credentials to embody visionary leadership, strategic insight, and entrepreneurial abilities with a proven capacity to foster growth and collaboration.

University Senates and ASUU Must Embrace Change

ASUU, while vital in advocating for academic standards, must move beyond its attachment to outdated traditions and its interference in leadership selection. ASUU is not an HR department, and its influence often disrupts the reforms needed for progress. Likewise, university senates frequently act as gatekeepers of entrenched practices rather than champions of modernization.

This approach hinders not only universities but also students, the economy, and the broader educational system. Students suffer the most from outdated methods, as leadership controversies divert focus from modern curricula, improved facilities, and global opportunities. Universities need leaders who prioritize student-centered goals and institutional advancement over rigid academic hierarchies.

ASUU and senates must support environments that promote transparency, fairness, and inclusivity in leadership selection. Decisions should focus on candidates’ vision, innovation, and ability to secure funding and foster global partnerships. Adopting professional, merit-based frameworks will align Nigeria’s universities with international standards, benefiting students and the nation’s economic development.

The Importance of Open Competition

The debate over the Vice-Chancellor position at UniAbuja highlights the need to move beyond rigid academic benchmarks like 10 years of professorial experience or a long list of international publications. While these qualifications reflect academic dedication, they are not sufficient indicators of the leadership needed to guide a modern university. Leadership today demands vision, strategic thinking, and an inclusive approach to institutional growth, with a focus on delivering transformative academic experiences for students.

Modern universities prioritize leaders who can build international partnerships, secure funding, and foster collaborations that benefit students and faculty. Entrepreneurial skills and resource management are just as critical as academic credentials, ensuring institutions remain adaptive and competitive. Relying solely on traditional standards often excludes candidates with diverse, non-traditional experiences that could revolutionize governance.

Globally, universities are appointing leaders from entrepreneurial and professional backgrounds who bring creativity, adaptability, and global engagement to their roles. A Ph.D. or strict academic benchmarks are no longer mandatory; what matters is the ability to align institutional goals with societal impact and innovation.

UniAbuja has a chance to modernize its selection process by adopting inclusive and transparent criteria that value academic credibility alongside vision and innovation. Academic achievements like international publications are valuable but should not outweigh broader leadership qualities. Transformative leadership will ensure Nigerian universities can compete globally and provide exceptional opportunities for students and staff.

How Modern Societies Approach University Leadership

In modern educational systems, the process of selecting university leaders reflects professionalism, transparency, and alignment with institutional objectives. Unlike traditional methods that emphasize rigid academic benchmarks, these systems focus on attracting leaders who can inspire innovation and navigate complex global challenges. Human Resources (HR) departments play a pivotal role in ensuring that the selection process is fair, inclusive, and strategically oriented.

Comprehensive Job Advertisements

Universities in advanced societies craft detailed job advertisements that go beyond academic credentials to outline the leadership qualities, strategic vision, and practical skills required for the role. These advertisements attract a diverse pool of candidates, including those with entrepreneurial or professional backgrounds, ensuring that potential leaders are evaluated on their ability to meet the evolving demands of modern academia.

Merit-Based Selection Panels

The evaluation process is carried out by diverse, merit-based selection panels comprising internal and external stakeholders. These panels focus on candidates’ strategic vision, leadership capabilities, and track records of delivering measurable results. This ensures that the chosen leader has the capacity to drive institutional growth and foster an inclusive academic environment.

Embracing Transparency and Change for a Better Future

Modern university leadership demands openness and inclusion at every level of the selection process. By actively engaging students, faculty, and administrative bodies, universities can ensure that their leadership choices reflect the collective needs of the academic community. Professional oversight eliminates biases and ensures that decisions are made based on merit. If Nigerian universities adopt these approaches, they can move beyond outdated governance models, prioritizing innovation and growth to compete globally.

Leadership Beyond Academic Titles

A Vice-Chancellor or President should embody transformative leadership, far surpassing mere academic credentials. Insisting on outdated benchmarks risks rendering institutions irrelevant in a world that values innovation, adaptability, and visionary thinking. Leadership today must focus on advancing institutions to meet the demands of a rapidly evolving educational landscape.

The time to break free from outdated practices in Nigerian universities is now. Sticking to rigid traditions only hinders progress while the world continues to evolve. Universities must prioritize inclusivity, innovation, and transformative leadership to achieve national and global educational goals.

The ongoing leadership crisis at UniAbuja highlights the critical need to refocus on students. A leadership framework that overlooks their needs is fundamentally flawed. Institutions must foster an environment where excellence in education, innovation, and inclusivity replace outdated traditions and administrative distractions.

What Does Infighting Bring?

Does infighting provide better facilities, reliable electricity, clean water, or smooth roads for growth? Does it offer students the innovative programs and global opportunities they need? Clearly not. Infighting only distracts from education’s true purpose, leaving students and society worse off.

This is the moment for UniAbuja and Nigerian universities to transform into engines of progress, focusing on students and adopting governance frameworks rooted in transparency, innovation, and inclusivity. Whoever emerges as Vice-Chancellor, whether it’s Prof. Aisha Maikudi or another candidate, it’s time to drop the emotional, sentimental, and personal power games. Let’s leave behind the ethnic, religious, and political nonsense that only divides and distracts. These petty squabbles do nothing to advance education or improve the lives of students.

What truly matters is creating an environment where learning thrives, students’ needs are prioritized, and universities serve as hubs of innovation and progress. Let the focus shift from power struggles to meaningful outcomes. The future of Nigerian academia demands leaders who can unite diverse perspectives and steer institutions toward global competitiveness. Let’s ensure this is the legacy UniAbuja leaves for its students and the nation.